Leadership Research - Social Responsibility

Leadership Research

University of Phoenix

Transformational Leadership

MBA / 520

Leadership Research - Social Responsibility

As I am in the medical field I opted to do my research for this paper on values-social responsibilities of our Corporations. The International Code of Breast-milk Substitutes is a mixture of external and company internal regulations. The code establishes prohibition of advertisement according to the principles of the code (WHO 1981b, Article 11.1.3).

Problem

Every company to survive must promote its products to individuals that will purchase the item. Large corporations are capable of influencing buying patterns to promote its products. A clear distinction must exist between a corporation marketing endeavors and the social well-being of its end-users. To safe guard individuals from scrupulous individuals or corporations the International Code of Milk Substitute was enacted to protect children everywhere.

Corporate greed can be described as a search for Machiavellian values. From our reading we learned that it is getting more than one deserves (McShane & Von Glinow, 2005) for many company not only the substitute milk producers it might be higher profits or greater market shares. The industry lobbied against this, Ernest Saunders who was Nestle vice president called the Code unacceptable (Saunders, 1981).

In the Gene One scenario we find that the company was obsessed with meeting regulations that are required to fulfill a morally correct end especially after the Enron and WorldCom scenarios. Without these external regulations what would have been Gene One objectives or true behavior? And without the WHO Codes what would be the baby milk industry standard of practice?

In the case of baby milk producers the Codes were established to prevent substandard substitute breast milk to be marketed especially in third world nations, this could be from poorly produce, expired ingredients or unsafe stored items being delivered to unknowing individuals ( IBFAN.org). In the case of Gene One the Sarbanes-Oxley Act safeguarded investors and placed more responsibilities on the company executives.

Conclusion

I believe there several ways that companies can monitor there behavior and values. This can be done internally and/or externally. Unfortunately for the substitute breast milk industry an external force was necessary to bring into line the actions of an entire industry. This is not to say that every company was behaving incorrectly or there are no longer cases of abuse by companies in regards to the regulations. In conclusion the outcome of this paper describes how an external pressure was needed to be used to create changes internally so corporations like Gene One or the substitute milk companies can make decision that will be morally correct.

Leadership Research - Ethics

My research is done on a company I personally worked for and because of ethical reason's I resigned. Because of the nature of the business, I can be contacted directly for additional information if needed. Nature's Pharmacy Inc. (name changed because of similarity with reputable co.) is a small company started by a marketing whiz, Frank Johnson* (name changed for confidentiality purposes). Along with products such as emu-blue, a topical application for pain, it also sells coral calcium which is claimed to work wonders for cancer patients suffering from bone degeneration. Its major seller is a liquid glucosamine and chondriotin complex that can regenerate joints for better movement and decreased pain. In its liquid form, the absorption potential increase for 70% so it was of interest to many people. Its target market is elderly patients over the age of 50. Advertisements are placed in news paper inserts, veteran's magazines, and communities where seniors live.

Problem

Part of the incentive for trying this product was that at $34.99 per bottle, if the user was not satisfied, they could return the bottle empty for a full refund less shipping and handling. As the Manager, part of my responsibilities was handling complaints and processing refunds. Against my advice, the Owner sent to distribution a batch of 5000 bottles that I knew was not going to do well. The initial product was excellent, but they revamped it using a food coloring that instead of looking pink and healthy, it looked dark, slimy and gritty. Within two weeks, the calls were flooding in for refunds. We lost all our repeat customers by the third month. I processed all refunds but the final credit had to be given by the Owner. When I reminded him that we promised a full money back guarantee, he told me to stall. I was to tell them that their refund would be processed in 30-60 days. After that time, I was told to tell them that the check for sent. When that didn't work, then we would send the check. I was the person telling these senior citizens who mostly lived on a fixed income who often called in pain and frustration because they cannot

get their money back. We were reported to the better business bureau and we got letters from several lawyers and a one time the state attorney's office.

Conclusion

The ethical dilemma I faced was choosing between keeping my job and lying to these people. I could no longer bear to hear the complaints and the crying knowing that we were deliberately not refunding the monies. I decided to resign the company because my conscience would not allow it. Furthermore, I did not want to hold legally responsible for any issues pertaining to this company.

Leadership Research - Team Cohesiveness

University of Phoenix employee's diverse employees form a myriad of cultures. This diversity brings a lot to the environment and the atmosphere most times is jovial and happy. However the flip side of this is that there is often misunderstanding and misperceptions that if left unresolved can lead to contention.

Problem

We work in teams on different budgets and with different goals. Our managers are good friends but the styles are polar opposite. One is more nurturing; the other is more hard lined. What we have found is that the team ran by the hard liner is more goal oriented but are very stressed out and a pain to work with. The managers want us to be one team but on separate budgets. This plan is not working as the achievement of our budget is gained by